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What is the duration of the current sick leave policy mentioned in the text?
How do the sick leave accrual rates differ between the two classes of employees?
What is the requirement for employees to access the County's sick leave pool?
What is the incentive for full-time employees who do not use sick leave within a fiscal year?
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What is the process for the Union to be notified of revisions to the County's Alcohol and Drug Testing Policy?
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What is the County's obligation if the revisions to the Alcohol and Drug Testing Policy impact wages, hours, or terms and conditions of employment?
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What is the purpose of the labor-management committee?
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What is the County's responsibility regarding the training necessary for employees to maintain their State certifications?
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What is the County's policy regarding the reimbursement of expenses for employees attending classes, seminars, and meetings approved by the Fire Chief?
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What is the County's responsibility regarding the provision of an electronic copy of the Agreement to every station?
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What is the County's policy regarding the assignment of duty vehicles?
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What is the County's responsibility regarding the funeral and burial expenses of employees killed in the line of duty?
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What is the responsibility of employees regarding the maintenance of their proper certification?
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What is the policy regarding differential pay for employees temporarily assigned to an alternative schedule?
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What is the policy regarding the Union's ability to post information on existing bulletin boards?
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What is the purpose of the labor-management committee according to the text?
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What criteria must a bargaining unit employee meet to be entitled to supplemental compensation?
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How does a bargaining unit employee receive additional compensation for an associate degree?
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What is the maximum number of supplemental compensation types a bargaining unit employee can receive at one time?
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What happens to an employee's salary rate when they are promoted to a higher pay grade?
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What adjustment is made to account for the promotional pay increase for the rank of Engineer in Fiscal Year 2023?
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How are bargaining unit employees compensated if they are at the maximum of the pay range (step 20) in Fiscal Year 2024?
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How are wage increases for Fiscal Year 2025 determined?
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What does Section 23.6 allow an employee to grieve?
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When is Incentive Pay and Assignment Pay paid to eligible employees?
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How frequently is Incentive Pay and Assignment Pay paid to eligible employees?
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Which of the following statements about workers' compensation is true?
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What do the parties agree to do regarding workplace injuries and safety?
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What is prohibited inside any Department facility or vehicle, including apparatus bays?
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What governs requests to vote in any Federal, State, or Local election if voting cannot occur during non-working hours?
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If a bargaining unit employee is ordered to use their private vehicle for Fire Department business, how are they compensated?
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What compensation is provided to a bargaining unit employee if they are required to relocate from one station to another during a single shift or after leaving their station on their last shift before the relocation?
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What is the prerequisite for an employee to qualify for the Special Operations incentive?
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What action may result in the removal of an employee's designation as a Special Operations Responder?
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Who has the authority to determine the number of fire investigators required?
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What requirement must an employee meet to be eligible for the Investigator Incentive?
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What is NOT considered a formal assignment as a fire investigator?
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Which criterion is essential for an employee to receive the Rescue Assignment Incentive Pay?
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Who determines the number of Special Operations Responders?
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What action can lead to an employee being entitled to the Paramedic Incentive?
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What is the annual incentive amount for Paramedics for FY 2024?
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What does being assigned on-call status by the Fire Chief entitle an employee to?
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What is the maximum amount the County will pay for non-prescription sunglasses or a personal watch per employee per calendar year?
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Which of the following items is the County not required to repair or replace under the policy?
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What is the maximum amount the County will pay for all prescription eyeglasses and contacts per employee per calendar year?
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What will happen if there is a merger involving the County's Fire Rescue Department?
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What is the purpose of the list of uniform and protective clothing and equipment in Section 22.1?
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According to Section 22.2, who is responsible for replacing protective clothing, equipment, and uniforms issued by the County when they become worn or damaged beyond use?
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What happens if an employee loses or misplaces their gear or clothing issued by the County?
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What happens if an employee is transferred to a new activity or assignment?
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Who determines what additional uniforms or equipment are necessary for a new assignment?
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What is the purpose of Article 23 on Wages?
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What is the purpose of temporary upgrading?
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What is the selection criteria for temporary upgrading?
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What is the compensation rate for temporary upgrading to Battalion Chief?
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When does the temporary upgrade pay begin?
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What is the primary requirement for outside employment or business activity?
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What information must be provided on the Secondary Employment Form?
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What is the consequence for an employee who begins outside employment without prior authorization?
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What is the requirement for an employee who is granted permission to engage in outside employment?
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What are the conditions for the County to repair or replace an employee's personal items?
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What is the process for an employee to receive repair or replacement of their personal items?
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Study Notes
Claims Procedure
- The Administrator on Call investigates claims and forwards recommendations to the Administrative Services Chief
- The County determines whether damage is reimbursable
Prescription Eyewear and Personal Watch
- The County will repair or replace prescription eyeglasses/sunglasses, contact lenses, non-prescription sunglasses, and personal watches under certain conditions
- The County will not repair or replace jewelry (except personal watches)
- Maximum reimbursement amounts apply: $150 for non-prescription sunglasses and personal watches, and $300 for prescription eyeglasses and contacts
Uniforms and Protective Clothing
- The County provides supervisory unit employees with uniforms and protective clothing
- Uniforms and clothing must be used and maintained according to standard operating procedures
- Battalion Chiefs and Captains receive specific uniforms and equipment, including badges, dress uniforms, and protective gear
Wages
- Bargaining unit employees are compensated according to the pay plan (Appendix F)
- Employees may receive supplemental compensation for certifications, associate or bachelor's degrees, and other qualifications
- Pay rates are adjusted for promotions, demotions, and transfers
Incentives and Assignments
- Incentive pay and assignment pay are paid bi-weekly
- Employees may receive payment for special assignments, such as temporary upgrading to higher positions
- Temporary upgrading is authorized when an employee assumes responsibilities of a higher position for more than two hours
Sick Leave
- Full-time employees accrue sick leave at the present rate
- Employees may participate in the County's sick leave pool
- Employees who do not use sick leave within a fiscal year may receive a paid shift off
Temporary Upgrading
- Temporary upgrading may be required to fill temporary position classification vacancies
- Selection is at the discretion of the Battalion Chief or designee
- Temporary upgrade pay is authorized when an employee assumes responsibilities of a higher position for more than two hours
Education and Training
- The County provides in-house training for employees
- Employees may receive reimbursement for tuition and travel expenses for approved outside training
- The County maintains certification and training requirements for employees
Death Benefit
- The County pays for funeral and burial expenses of employees killed in the line of duty### Assignment Pay and On Call Assignment
- Rescue Assignment Pay and On Call Assignment are recorded on bi-weekly time sheets for hours worked that qualify for the assignment pay.
Special Operations
- To qualify for the Special Operations incentive, employees must be formally assigned duties as a Special Operations Responder.
- Criteria have been established for qualifying and retaining the designation as a Special Operations Responder.
- Non-compliance with retention criteria may result in the removal of the designation and associated incentive.
- The Fire Chief determines the number of Special Operations Responders.
- The Special Operations Responder Incentive is $60.00 per pay period.
Investigator
- To qualify for the Investigator incentive, employees must be formally assigned duties as an on-call fire investigator and have a current certification from the State Fire Marshal's Office.
- Criteria have been established for qualifying and retaining the designation as an Investigator.
- The Fire Marshal determines the number of fire investigators required.
- Conducting or assisting in a cause and origin investigation as part of regular duties does not qualify as formal assignment as a fire investigator.
- The Investigator Incentive is $60.00 per pay period.
Paramedic Assignment
- Bargaining Unit employees who possess and maintain a State of Florida Paramedic Certification and a Departmental designation as a Paramedic are entitled to the Paramedic Incentive.
- Criteria have been established for qualifying and retaining the Departmental designation as a Paramedic.
- The Paramedic Incentive is $8,800 per year for FY 2023, $9,800 per year for FY 2024, and to be established through collective bargaining for FY 2025.
Rescue Assignment
- Employees must be assigned to a rescue unit or special medical assignment to be eligible for the Rescue Assignment Incentive Pay.
- The Rescue Assignment Incentive is $2.50 per hour for FY 2023 and $3.00 per hour for FY 2024.
- The incentive is paid bi-weekly for total actual hours worked each pay period on a rescue unit.
Paid on Call
- Employees assigned "on call" status by the Fire Chief or designee are paid a fee of $1.00 per hour for each day they are subject to calls for service.
Special Assignment
- Employees promoted or assigned to a special assignment (Marine Rescue and Training/Administration) shifting from a 24/7 to a 40-hour per week schedule may receive a salary adjustment of up to 10% above their base pay.
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Description
Test your knowledge on the sick leave policy outlined in a collective bargaining agreement between the Union and the Fire Rescue Department's Administration. Understand the different classes of employees and accrual rates for sick leave.